Description
The authorized level of the position is Personnel Management Specialist V. Applications are being accepted down to the Personnel Management Specialist I in the event of recruiting difficulties.
Salary Range: All new external applicants will be placed on the initial step of the salary range. However, placement above the initial step of the salary range will be based on special characteristics and critical needs of the position, an applicant's exceptional qualifications, the availability of funds, and other relevant factors. Such appointments require prior approval. Hawaii State Department of Education employees will be placed on the salary range in accordance with Department regulations.
Personnel Management Specialist I, SR-16: $4,011.00 - $4,880.00 per month
Personnel Management Specialist II, SR-18: $4,339.00 - $5,282.00 per month
Personnel Management Specialist III, SR-20: $4,690.00 - $5,713.00 per month
Personnel Management Specialist IV, SR-22: $5,076.00 - $6,177.00 per month
Personnel Management Specialist V, SR-24: $5,713.00 - $6,949.00 per month
Examples of Duties
1. Serves as team leader for a survey of personnel practices of an operating department, including negotiating with top departmental staff and management officials. This includes selection of sample, assignment of task to specific team members, coordinating their work, discussion and preparation of Report of Survey, following through to see that management and staff officials have clear understanding of problem areas and providing guidance and assistance in implementing recommendations accepted by management; or
2. Serves as subject matter specialist doing in-depth research, analysis and evaluation of personnel programs in the area of specialty, recommending procedural, policy or legislative changes to effect needed changes or improvements. Develops meaningful statistics in support of findings, prepares comprehensive reports and sees that necessary support in revision and classification of new or amended policies and/or procedures is provided.
Minimum Qualifications
Basic Education/Experience Requirements: Graduation from an accredited four year college or university with a Bachelor's degree. Excess work experience as described under the Specialized Experience below or any other progressively responsible administrative, professional or other analytical work experience which provided knowledge, skills and abilities comparable to those acquired in four years of successful study while completing a college or university curriculum leading to a Baccalaureate degree may be substituted on a year-for-year basis. To be acceptable, the experience must have been of such scope, level and quality as to assure the possession of comparable knowledge, skills and abilities. The education or experience background must also demonstrate the ability to write clear and comprehensive reports and other documents; read and interpret complex written material; and solve complex problems logically and systematically.
Experience Requirement: Except for the substitutions provided for in this specification, applicants must have had progressively responsible experience of the kind and quality described below:
Class TitleSpecialized Exper (years)Staff Spclt or Supvry Exper (years)Admin Exper (years)Total Exper (years) Personnel Mgmt Spclt I0000 Personnel Mgmt Spclt II1/2001/2 Personnel Mgmt Spclt III1-1/2001-1/2 Personnel Mgmt Spclt IV2-1/2002-1/2 Personnel Mgmt Spclt V3-1/2*03-1/2
*For the Personnel Management Specialist V level, supervisory aptitude rather than actual supervisory experience may be accepted. Supervisory aptitude is the demonstration of aptitude or potential for the performance of supervisory duties through successful completion of regular or special assignments which involve some supervisory responsibilities or aspects; by serving as a group or team leader or in similar work in which opportunities for demonstrating supervisory capabilities exist; by completion of training courses in supervision accompanied by application of supervisory skills in work assignments; by favorable appraisals by a supervisor indicating the possession of supervisory potential.
Specialized Experience: Professional work experience in one or any combination of personnel management functions, i.e. recruitment, placement, examination, position classification, pay or wage administration, employee management relations and services, employee development, personnel program development and services, labor relations and personnel research. Such experience must show ability to deal satisfactorily with fellow workers and/or operating personnel to recognize problems in the operation of a personnel program and to suggest practical solutions and otherwise to accept responsibility in the field of personnel administration. Clerical or technical experience in a personnel program involving work which is limited to the application of personnel rules, regulations and procedures in support of the personnel functions described above is not qualifying.
For levels III and IV, at least one year of the experience must have been comparable to the next lower level in the State service. For level V, at least one year of the experience must have been comparable to the fully independent worker or journeyman level in the State service.

Substitutions Allowed:
Substitution of Education for Experience:
1. Possession of a Bachelor's degree from an accredited college or university with a minimum of fifteen semester credit hours of course work in personnel administration, personnel and industrial relations or human resources management covering the recruitment and selection process; job evaluation; performance appraisal; employee training and safety; personnel compensation and benefits administration; staffing process; organizational development; labor laws and/or labor relations may be substituted for six months of specialized experience.
2. Possession of a Master's degree from an accredited college or university in personnel administration, personnel and industrial relations or human resources management may be substituted for one year of the specialized experience.
3. Possession of a Ph.D. degree from an accredited college or university in one of the fields described above may be substituted for two years of the specialized experience.
Substitution of Staff Specialist/Supervisory Experience for Specialized Experience: Excess supervisory or staff specialist experience may be substituted for specialized experience on a year-for-year basis.
Quality of Experience: Possession of the required number of years of experience will not in itself be accepted as proof of qualification for a position. The applicant's overall experience must have been of such scope and level of responsibility as to conclusively demonstrate that applicant has the ability to perform the duties of the position for which applicant is being considered.
Driver's License Requirement: Applicants must possess a current, valid driver's license.
Supplemental Information
Salary: The advertised salary is based on full-time employment and includes shortage and school year differentials, if applicable.
Requirements: Applicants must meet all the requirements for the position they are seeking as of the date of the application, unless otherwise specified. Unless specifically indicated, the required education and experience may not be gained concurrently. Calculation of experience is based on full-time, 40-hour workweeks. Part-time experience is pro-rated. Example: Twelve months of experience at 20 hours/week is equivalent to six months of experience, not one year. Also, hours worked in excess of 40 hours/week will not be credited. Example: Twelve months of experience at 60 hours/week is equivalent to one year of experience, not one and a half years.
Temporary Assignment: Claims of Temporary Assignment (TA) experience to meet the minimum qualification requirements must be verified and attached to the application using one of the options below:

1. A copy of the applicant's TA History Report or equivalent system-generated report;
2. A signed letter from the applicant's supervisor that includes the applicant's name, his/her TA job title, the TA start and end dates (from mm/yy to mm/yy), his/her specific TA duties performed, and either the TA hours worked per week or total TA hours worked; or,
3. Copies of the applicant's signed SF-10 Forms.

Documents: Attach all relevant supporting documents to your application. Documents that were attached to applications submitted before November 16, 2023 do not automatically attach or transfer to applications submitted on and after December 16, 2023. All submitted documents become the property of the Hawaii State Department of Education.
Information about Temporary Positions: Temporary positions may be extended year to year, dependent upon funding and departmental needs. Making yourself available for temporary positions increases your employment possibilities and may lead to permanent opportunities. A person hired for a temporary position may also become a temporary employee upon satisfactory completion of the initial probation period of at least six months. Once a temporary employee, you would be eligible to apply for promotion and transfer opportunities to permanent as well as other temporary positions. You may also enjoy other rights and benefits as afforded to an employee in a permanent position, with the exception of return rights and placement rights associated with a reduction-in-force.
12-month civil service and SSP employees enjoy a range of competitive benefits:

• Holidays: You may be eligible for 13 paid holidays each year; 14 holidays during an election year.
• Vacation: Employees of Bargaining Units 1, 2, 3, 4, 9, 10 and 13 earn 21 days per year.
• Sick Leave: Employees of Bargaining Units 1, 2, 3, 4, 9, 10 and 13 earn 21 days per year. Accumulated (unused) credits may be used toward computing retirement benefits.
• Health Insurance: If eligible, the State pays a part of the premiums for each employee's enrollment in a State sponsored Medical, Drug, Vision, and Adult Dental Plan.
• Group Life Insurance: The State provides a free life insurance policy for employees and retirees.
• Premium Conversion Plan: Participating employees may increase their take-home pay by having the State deduct the cost of health care premiums before payroll taxes are withheld.
• Flexible Spending Accounts: Eligible employees can reduce their federal and state income taxes and social security taxes through a tax-savings benefit program called Island Flex. This program allows employees to set aside money from their paychecks to pay for out-of-pocket health care expenses and eligible dependent care expenses on a BEFORE-TAX basis.
• Retirement Plan: The State contributes to a retirement plan for eligible employees. Generally, employees with at least 10 years of credited service and who have reached 62 years of age or have 30 years of credited service and are 55 years old may retire and receive benefits.
• Tax Shelter Annuity (TSA): If eligible, Department employees are able to participate in a tax shelter annuity program. The TSA plan allows eligible employees to contribute pre-tax dollars to an employee-selected investment service provider authorized to provide TSA products.
• Deferred Compensation: The State offers employees a tax deferred (sheltered) retirement investment program. This program is an opportunity to build a retirement nest egg through voluntary payroll deductions. Several investment options are available.
• Temporary Disability Insurance: Qualified employees may be eligible to receive benefits for a disability caused by a non-work related injury or illness under this program.
• Social Security: As an employer, the State also contributes to an employee's social security account.
• Workers' Compensation: If an employee is injured while on the job, benefits covering medical expenses and partial wage support may be available through workers' compensation.
• Union & Collective Bargaining: Employees have the right to join the union for collective bargaining with the State and employee representation. Some employee unions provide discounts, insurance and other opportunities. Employees may also decide not to join a union, however, employees are required to pay union service fees unless the employee's job is excluded from collective bargaining.

The above is intended as a general summary of the benefits offered and is subject to change. This does not constitute a contract or binding agreement. Benefits vary by type of employment appointment and collective bargaining agreements.